Attracting and Retaining Talent in Corporate America
Attracting and Retaining Talent in Corporate America
GB 540: Macroeconomics
Randy Worthy
Graduate Student
February 8, 2011
“….companies were increasingly dependent on the knowledge worker..the new worker who worked not primarily physically with his body doing physical labor, but with his mind…all workers were of significant actual and potential value to the firm…labor was not an expense; labor was added value, a resource, potentially the greatest resource that an organization possessed”
William A. Cohen, Ph.D.
One of the most difficult challenges that employers are currently facing is finding excellent and talented employees to work for their companies. For one, resume falsifications has become notoriously rampant in the employment world. Moreover, it is now hard to find people with integrity, people whom you can have absolute trust in.
An equally difficult task is to keep the bad kinds of employees out of your company. You may be very cautious with your hiring process but you will still sometimes end up with employees that give you nothing but bouts of headaches which creates employee discontent and morale issues. To help you attract and retain good employees and repel bad ones, the organization should have in place the following characteristics: a. solid reputation; b. provide clear job objectives; c. present challenges and learning opportunities; d. create a culture of accountability; e. offer attractive compensation; and f. create a culture of diversity and inclusion.
Solid Reputation
One of the best ways to attract superior employees is to be a top company. Needless to say, high achievers want to work for companies that have excellent reputation, exemplary management and top of the line products and services. “The global war for talent is likely to intensify” (The Economist, 2006). An organization cannot expect to attract
GB 540: Macroeconomics
Randy Worthy
Graduate Student
February 8, 2011
“….companies were increasingly dependent on the knowledge worker..the new worker who worked not primarily physically with his body doing physical labor, but with his mind…all workers were of significant actual and potential value to the firm…labor was not an expense; labor was added value, a resource, potentially the greatest resource that an organization possessed”
William A. Cohen, Ph.D.
One of the most difficult challenges that employers are currently facing is finding excellent and talented employees to work for their companies. For one, resume falsifications has become notoriously rampant in the employment world. Moreover, it is now hard to find people with integrity, people whom you can have absolute trust in.
An equally difficult task is to keep the bad kinds of employees out of your company. You may be very cautious with your hiring process but you will still sometimes end up with employees that give you nothing but bouts of headaches which creates employee discontent and morale issues. To help you attract and retain good employees and repel bad ones, the organization should have in place the following characteristics: a. solid reputation; b. provide clear job objectives; c. present challenges and learning opportunities; d. create a culture of accountability; e. offer attractive compensation; and f. create a culture of diversity and inclusion.
Solid Reputation
One of the best ways to attract superior employees is to be a top company. Needless to say, high achievers want to work for companies that have excellent reputation, exemplary management and top of the line products and services. “The global war for talent is likely to intensify” (The Economist, 2006). An organization cannot expect to attract
References: Cohen, W. A. (2008). A Class with Drucker: The Lost Lessons of the World’s Greatest Management Teacher. AMACOM: New York, NY. (p. 215). Thomas, D. A. (1999). Breaking Through: The Making of Minority Executives in Corporate America. Harvard Business School Press. Retrieved on January 7th, 2011. The Economist: A Survey of Talent. (2006). Retrieved on January 7th, 2011.